CAJ | 학술논문

对R&D人员分类考评是管理界近年来的基本观点，但分类考评的量化依据还比较薄弱。在文献研究的基础上构建了六个绩效属性要素来反映R&D人员工作行为和工作结果两个方面的特征，对访谈案例的内容分析验证了绩效属性要素的信度和效度；大规模的问卷调查表明，以访谈案例中独立分析单元为题项的绩效属性量表满足测量要求；并对三类R&D人员绩效属性进行了统计分析。
대R&D인원분류고평시관리계근년래적기본관점，단분류고평적양화의거환비교박약。재문헌연구적기출상구건료륙개적효속성요소래반영R&D인원공작행위화공작결과량개방면적특정，대방담안례적내용분석험증료적효속성요소적신도화효도；대규모적문권조사표명，이방담안례중독립분석단원위제항적적효속성량표만족측량요구；병대삼류R&D인원적효속성진행료통계분석。
It is well known that the performance appraisal (PA) of R&D employees is a difficult management problem, the view of category PA based on types of R&D became mainstream in recent years. However, the evi-dence of which need to be further studied, developing operational tools to do quantitative study can strengthen re-search in this field. This paper constructed six performance attribute elements to reflect work behaviors and out-puts of R&D employees on the basis of literature review, and its reliability and validity was verified by content analysis with interview cases. In addition, the large numbers of questionnaires were carried out, and the result of explore factors analysis and reliability test showed that the questionnaires developed with independent language units in case text had acceptable quality. Finally, the descriptive statistics on performance characteristics provided direct evidence for the difference of three types of R&D employees. It had a certain guiding value to classifica-tion of performance appraisal.